{"id":266371,"date":"2018-07-06T10:31:58","date_gmt":"2018-07-06T14:31:58","guid":{"rendered":"https:\/\/policyoptions.irpp.org\/issues\/can-we-avoid-bias-in-hiring-practices\/"},"modified":"2025-10-07T22:09:29","modified_gmt":"2025-10-08T02:09:29","slug":"can-we-avoid-bias-in-hiring-practices","status":"publish","type":"issues","link":"https:\/\/policyoptions.irpp.org\/fr\/2018\/07\/can-we-avoid-bias-in-hiring-practices\/","title":{"rendered":"Can we avoid bias in hiring practices?"},"content":{"rendered":"

Ottawa\u2019s Name-Blind Recruitment Pilot Project<\/a> was launched in April 2017 to explore whether masking applicants\u2019 names would remove bias in the hiring process for the federal public service. There was a lot to praise in this initiative of the Public Service Commission (PSC). Previous research, including some of our own, has shown that recruiters often react to the name on a resum\u00e9, independently of other factors such as education and experience. Our most recent publication<\/a> (in the March issue of Canadian Public Policy<\/em>) suggests that much of this discrimination is unconscious and unintentional, so employers actually could benefit from better hires by taking relatively straightforward steps to remove names during the initial stages of the selection process.<\/p>\n

One similar and important example is the case of musicians auditioning for positions in popular orchestras in the United States. Traditionally orchestras have been male dominated, and criticized for discriminating against women. Researchers showed convincingly<\/a> that orchestras that held auditions with the applicants performing behind a screen began to hire more women. Given that auditions are an effective means to observe productivity (music quality), the fact that more women were hired under this method suggests that orchestras previously were missing out on better musicians when gender was known. Most orchestras now audition using screens, showing a desire to avoid discrimination and make better hires. It\u2019s a classic case of win-win-win: a win for women musicians getting more equal opportunity, a win for orchestras tapping a larger talent pool and a win for audiences enjoying better music.<\/p>\n

However, the PSC\u2019s hiring bias experiment has yet to yield such positive results. When the project report<\/a> was released in January 2018, it appeared to show there was in fact \u201cno bias\u201d in federal public service hiring in the first place. This led Treasury Board President Scott Brison<\/a> to write, \u201cThe project did not uncover bias.\u201d National media disseminated this story. The CBC<\/a>, for example, ran with the headline \u201cNo Sign of Bias against Government Job-Seekers with Ethnic-Sounding Names, Pilot Project Finds.\u201d The article states that hiding ethnic-sounding names on resum\u00e9s was found to have \u201cno real bearing on who\u2019s picked from the pile of applications.\u201d<\/p>\n

Unfortunately, this version of the results significantly misrepresents the actual findings of the pilot project. A careful reading of the report indicates that the pilot project was not really designed as a test of discrimination, and the report clearly acknowledged this fact.<\/p>\n

The design of the pilot project included two features that would undermine its relevance in assessing the broader use of name-blind hiring. First, the project relied on departments within PSC that volunteered to take part, and within those, job openings were considered for inclusion as they arose; both features introduce a non-random element that undermines the value of the results. Second, and more important, all hiring managers in the project made their decisions knowing that they would be subject to review. For the managers using the traditional method, the awareness that their decisions would be scrutinized and compared with results from name-blind hiring made them more likely to be conscious of bias, and therefore more likely to alter their hiring decisions accordingly.<\/p>\n

The procedure in the PSC pilot removed more than the applicant\u2019s name; it also took out all other potentially identifying information \u2014 information that might have been useful in assessing the resum\u00e9. This was likely why anonymized applications in the pilot were less likely to lead to call-backs.<\/p><\/blockquote>\n

The report points out that a different study approach used to measure bias, called audit methodology, would have lessened the effect of managers\u2019 awareness of being in a comparative study. Our own study<\/a> used the audit methodology, in which employers are selected at random and are sent computer-generated resum\u00e9s for assessment without advance notification. Such a procedure has been employed many times, in a number of countries.<\/p>\n

Of course, it\u2019s possible that discrimination against applicants with ethnic-sounding names doesn\u2019t exist in the federal public service. For name-blinding to influence hiring decisions, there must be a problem to begin with. As the report mentions, the PSC is already taking steps to help ensure that the federal government is practising unbiased hiring, and it outlines several important initiatives.<\/p>\n

Our research found that bias varies considerably among organizations. We\u2019ve shown in data from Toronto and Montreal that large organizations with over 500 employees practise discrimination against applicants with Asian names about half as often as smaller organizations. This difference may well arise from a tendency for large organizations to have more policies in place to help avoid discriminatory behaviour. The potential benefits from name-blinding may be minimal for the federal government if it is already doing a good job minimizing bias.<\/p>\n

However, to conclude that there is no bias in hiring within the federal public service on the basis of the January report \u2014 which clearly indicates that the pilot project was not designed to test bias effectively \u2014 may move efforts to promote fairness backward rather than forward. There is still a need to follow through on the good intentions that seemed to motivate the name-blind hiring pilot when it was first announced. Ideally, a study on the impact of name-blinding would first identify an organization where clear discrimination occurs, as shown through an audit, and then explore how name-blinding affects the chances of applicants getting an interview, and ultimately getting hired. Tellingly, the report suggested an audit study as a good next step \u201cto improve the understanding of any potential bias during selection of candidates.\u201d In fact, any organization, including the federal public service, that wishes to consider name-blind recruitment as a way to broaden its talent pool would be well-advised to consider an audit as a first step to test for bias.<\/p>\n

It can be quite challenging to design an effective name-blind hiring procedure. The procedure in the PSC pilot removed more than just the applicant\u2019s name; it also took out all other potentially identifying information \u2014 information that might have been useful in assessing the resum\u00e9. This was most likely the reason that anonymized applications in the pilot were less likely to lead to call-backs than traditional applications. One option would be to remove only the name, or only a very limited amount of other information in the resum\u00e9s that might give away the visible minority status of the applicant. An automated tool for reviewing submitted resum\u00e9s might be developed to facilitate this approach.<\/p>\n

It\u2019s critical that the desire of an organization to burnish its public image not stand in the way of ensuring a fair and equitable process of finding the best candidates for available jobs. It may feel great to say, \u201cWe didn\u2019t uncover any bias.\u201d But if bias does exist, it\u2019s better to be able to say, \u201cWe found bias and we\u2019ve taken meaningful steps to eliminate it.\u201d<\/p>\n

Photo: Shutterstock, by fizkes.<\/span><\/p>\n

\n

Do you have something to say about the article you just read? Be part of the\u00a0<\/em>Policy Options\u00a0discussion, and send in your own submission.\u00a0Here is a\u00a0<\/em>link<\/em><\/a>\u00a0on how to do it. <\/em>|\u00a0Souhaitez-vous r\u00e9agir \u00e0 cet article ? <\/em>Joignez-vous aux d\u00e9bats d\u2019<\/em>Options politiques\u00a0et soumettez-nous votre texte en suivant ces\u00a0<\/em>directives<\/em><\/a>.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

Ottawa\u2019s Name-Blind Recruitment Pilot Project was launched in April 2017 to explore whether masking applicants\u2019 names would remove bias in the hiring process for the federal public service. There was a lot to praise in this initiative of the Public Service Commission (PSC). Previous research, including some of our own, has shown that recruiters often […]<\/p>\n","protected":false},"featured_media":257836,"template":"","meta":{"_acf_changed":false,"content-type":"","ep_exclude_from_search":false,"apple_news_api_created_at":"2025-10-08T02:09:31Z","apple_news_api_id":"bf686811-495a-4859-854a-352ea42b6017","apple_news_api_modified_at":"2025-10-08T02:09:31Z","apple_news_api_revision":"AAAAAAAAAAD\/\/\/\/\/\/\/\/\/\/w==","apple_news_api_share_url":"https:\/\/apple.news\/Av2hoEUlaSFmFSjUupCtgFw","apple_news_cover_media_provider":"image","apple_news_coverimage":0,"apple_news_coverimage_caption":"","apple_news_cover_video_id":0,"apple_news_cover_video_url":"","apple_news_cover_embedwebvideo_url":"","apple_news_is_hidden":"","apple_news_is_paid":"","apple_news_is_preview":"","apple_news_is_sponsored":"","apple_news_maturity_rating":"","apple_news_metadata":"\"\"","apple_news_pullquote":"","apple_news_pullquote_position":"","apple_news_slug":"","apple_news_sections":[],"apple_news_suppress_video_url":false,"apple_news_use_image_component":false},"categories":[9387,9357,9372],"tags":[9205,9095],"article-status":[],"irpp-category":[4277,4251],"section":[],"irpp-tag":[],"class_list":["post-266371","issues","type-issues","status-publish","has-post-thumbnail","hentry","category-elaboration-de-politiques","category-politiques-sociales","category-recent-stories-fr","tag-emploi","tag-inegalites","irpp-category-discrimination-fr","irpp-category-politique-sociale"],"acf":[],"apple_news_notices":[],"yoast_head":"\nCan we avoid bias in hiring practices?<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/policyoptions.irpp.org\/fr\/2018\/07\/can-we-avoid-bias-in-hiring-practices\/\" \/>\n<meta property=\"og:locale\" content=\"fr_FR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Can we avoid bias in hiring practices?\" \/>\n<meta property=\"og:description\" content=\"Ottawa\u2019s Name-Blind Recruitment Pilot Project was launched in April 2017 to explore whether masking applicants\u2019 names would remove bias in the hiring process for the federal public service. 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